To close this gap, leading organizations make the most of seven critical levers that influence behavior and shape organizational culture. These levers represent a mix of hard and soft approaches that separately and in combination shape behavior. They enable organizations not only to understand the forces shaping their current culture but also to specify what needs to be changed in order to achieve and sustain the desired culture.
Most executives expect some cultural differences between two merging companies, but they don’t generally know the extent of those differences, or what they really mean. To companies undergoing a merger, ignoring culture can jeopardize not only the integration, but also the performance of the organization after the integration is complete. Explore several proven practices that can lead to successful outcomes—during and after the integration.